Your how-to: Establishing initial contact with external counselling services
Establishing initial contact with external counselling services pertains to the first step of connecting with professional psychological services or trained counsellors to be incorporated within your organisation's support system. In essence, initial contact with external counselling services involves seeking a partnership with qualified mental health professionals who can provide assistance to your employees as part of your organisation's commitment to mental wellbeing.
This process often starts with comprehensive research to identify reputable counselling firms, followed by direct outreach to these services to discuss potential collaboration. It is essential to find services that align with your organisation's values and needs to ensure the best outcome for your team's mental health.
Consideration must also be given to appropriate confidentiality procedures. Under the Australian Privacy Principles enshrined in the Privacy Act 1988, particular attention should be paid to how these external providers handle your employees' personal information, notably any details disclosed during counselling sessions. In essence, it is crucial to implement a system that both adheres to national laws and respects individual privacy.
Finally, establishing initial contact also requires stakeholder engagement within your organisation. It's necessary to communicate your plans to both senior management and employees, so the introduction of these services is a transparent and seamless process. This initial contact phase is a crucial component in bolstering your organisation's preventative and responsive approaches to mental health issues among your workforce.
Step by step instructions
Identify Potential Service Providers: Start by researching reputable counselling services in your area. Looking into their credentials, specialities, and privacy policies can help ensure their suitability for your organisational needs. Make use of online directories, professional networks and client reviews in this step.
Evaluate the Services: Discuss with these providers exactly what support they can offer your organisation. This could include virtual counselling sessions, workshops, or mental health check-ins. The services should align with the needs of your employees and organisation as a whole.
Gain Internal Approval: With your chosen provider in mind, present your proposal to senior management. Be prepared to discuss the identified needs, chosen provider, potential benefits to employees, and financial implications. Gaining internal approval is critical before moving forward.
Pause to Evaluate Progress: Take regular pauses to evaluate the progress of the process. Use these moments to gather data on outcomes and solicit feedback from participants. Reflecting on metrics like engagement, satisfaction, and effectiveness will provide insights into what's working well and what might need adjustment.
Approach Selected Providers: After narrowing down your selection, it's time to establish the initial contact. When reaching out, express your intention for a potential collaboration, elucidating your organisational needs and asking about the range of services offered by them.
Confidentiality and Compliance: Before finalising any agreement, ensure the service providers comply with the Australian Privacy Principles as outlined in the Privacy Act 1988. They must display a commitment to maintain the confidentiality of your employees' sensitive personal information. It could prove beneficial to involve your legal team in these discussions to ascertain this.
Communicate with Employees: Once approved, it's essential to inform your employees about the new counselling services being introduced. Explain the reasons behind this decision and provide information on how they can access these services when needed.
Reflect and Breathe: This step can be challenging, so it's important to take a moment to breathe and reflect. Pause to consider the progress made, the obstacles encountered, and the lessons learned. This reflection will not only help in gaining clarity but also in maintaining a balanced perspective, allowing for thoughtful and deliberate decision-making moving forward.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
Ensure that you have a clear understanding of what the chosen external counselling service provides. Without this, your expectations might not align with their deliverables, leading to dissatisfaction and conflict. Ensure you communicate effectively about the services offered, fees, confidentiality levels, and methods of work.
The cost can be a significant factor when contracting with external counselling services. Failing to account for the cost or opting for a cheaper service with less quality can lead to ineffective counselling outcomes.
Communication is key when introducing new wellness initiatives in the workplace. The lack of information or misinformation can lead to misunderstanding, fear, or mistrust among employees. Clearly communicate the goals and operations of the counselling services to ensure transparency and user engagement.
Pakistan's Privacy Act 1988 clearly stipulates how organisations must handle personal information. Be cognizant of these laws when working with external counselling services, as they will be dealing with sensitive employee information. Their privacy policies should comply with local and national privacy standards.
Not all counsellors are created equal. Make sure to check the credentials, qualifications, and experience of the counselling service professionals. They should have relevant certifications and adequate experience to tackle various employee issues.
Employees may be hesitant to use counselling services if they fear their personal information will be shared. So it's essential to establish strict confidentiality policies with your external counselling service, and share these policies with your employees.